Coaching for Peak Performance

September 4, 2018

At some point in your professional career, there may be an opportunity to work with a career coach. Years ago, companies hired coaches to work with struggling leaders. Now, most companies hire coaches as a way to invest in high potentials and executives and there is no longer a stigma attached to having an outside coach. It is common for companies (often HR) to recommend a coach as a part of a leader development program. The coaching candidate may be newly-promoted, facing challenges at work, or in the process of being groomed for larger roles. And, yes, coaches are still hired to correct behavioral problems and help leaders resolve interpersonal conflicts.

Compass’ Coaching Process

Compass’ coaching process is comparable to the training regimen of an elite athlete pursuing Olympic achievement. A qualified coach works with the corporate athlete to achieve his/her personal best. We do this by maximizing the individual’s natural style and skill sets while minimizing development needs. Our approach provides an external, objective viewpoint that complements and supports the internal management processes currently conducted within the organization. We help the individual gain self-awareness, achieve his/her development objectives, unlock his/her potential and act as a confidential, external sounding board.

In the first phase, an assessment of the individual is conducted. This includes interviewing both the individual’s leader and the individual about work history, strengths, development needs and desired coaching outcomes. Compass may also administer 360-degree and behavioral assessments and conduct confidential interviews of co-workers and business partners to help the coaching candidate gain self-awareness. At the end of phase one, the individual and his/her leader mutually agree upon the coaching goals.

In the second phase, the Compass coach analyzes the gathered information, identifies gaps in skills and behaviors, and then coaches the corporate athlete to close the gap. In this phase, five coaching sessions are conducted, each lasting 90-minutes in length. After each session, the individual receives a coaching summary, which includes learnings and specific on-the-job action items to apply and practice new skills and approaches. The second phase occurs over several months.

In the last phase, the transition meeting occurs. The individual develops and presents a final summary to his/her leader and Compass coach. This ensures, as the Compass coach transitions out, the internal coach (leader) transitions in and reinforces coaching and further development opportunities.

Coaching conversations are completely confidential. If an organization is paying for the coaching services, they may receive periodic status updates (dates, milestones achieved, etc.), beyond the above noted final summary, but nothing else is shared without the individual’s permission.

Compass is passionate about helping people thrive. Please let us know if you are interested in coaching for yourself or one of your team members.


Dan McCarthy, “A Manager’s Guide to Executive Coaching,”, April 2018

Compass navigates beyond traditional HR concepts to facilitate the success of clients. Compass drives organizational performance with proven business and HR consulting strategies. The Compass team’s experience and talent are tailor-fit to find a solution that encompasses any aspect of the employee experience, regardless of the client’s company size or industry. Compass works to learn each client’s business by listening. We serve clients better because we understand and care.